Hi, I have to prepare a format where the Department managers will fill the KPI for their department staffs. If anyone having the format please share with me. Regina
From Oman, Muscat
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7From Oman, Muscat
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herewith attached KPI format for HR manager , refer the same design as per your requirement .
From India, Bangalore
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From India, Bangalore
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Thanks, Mr. Murali. Shall we use the format for other departments as well? Should we provide KRAs and KPIs for other department managers too? I have one more clarification: Is it necessary to prepare KPIs for all employees in the company?
From Oman, Muscat
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From Oman, Muscat
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Dear Murali,
Thanks for sharing something worthwhile. Since the subject of Performance Management System (PMS) is close to my heart, I read this post avidly. While the KPIs that you have designed are good, however, I have some observations against Sl No 3. These are as below:
a) **% of employees that fully execute their Individual Development Plan (IDP): Mere execution of IDP in itself cannot be the KPI. Yes, there is a measurable component in this KPI; however, the essence of KPI lies in measuring the change. Therefore, we should measure the change caused by the execution of the IDP.
b) **% of employees that participate in the career coaching program: This KPI is again similar to the above KPI. Measuring just the attendance of the career coaching program carries no meaning. You should measure the change because of this coaching program. What if the employees attend the career coaching program but no change happens?
For Regina: You need to institute a comprehensive Performance Management System (PMS) in your company. For this, you should study the system and process of each department and design the measures. It is much easier said than done as it requires immense expertise to do this.
I provide consulting services to establish a comprehensive Performance Management System (PMS) in the company. You may click the following link to read the reply for the past query on PMS:
#post2152684
You may talk to management about hiring my services. *The benefit of hiring my services is that I myself provide the consulting services and do not outsource them further to a third party.* If you avail of my services, be assured that the working of your company will be turned upside down.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Thanks for sharing something worthwhile. Since the subject of Performance Management System (PMS) is close to my heart, I read this post avidly. While the KPIs that you have designed are good, however, I have some observations against Sl No 3. These are as below:
a) **% of employees that fully execute their Individual Development Plan (IDP): Mere execution of IDP in itself cannot be the KPI. Yes, there is a measurable component in this KPI; however, the essence of KPI lies in measuring the change. Therefore, we should measure the change caused by the execution of the IDP.
b) **% of employees that participate in the career coaching program: This KPI is again similar to the above KPI. Measuring just the attendance of the career coaching program carries no meaning. You should measure the change because of this coaching program. What if the employees attend the career coaching program but no change happens?
For Regina: You need to institute a comprehensive Performance Management System (PMS) in your company. For this, you should study the system and process of each department and design the measures. It is much easier said than done as it requires immense expertise to do this.
I provide consulting services to establish a comprehensive Performance Management System (PMS) in the company. You may click the following link to read the reply for the past query on PMS:
#post2152684
You may talk to management about hiring my services. *The benefit of hiring my services is that I myself provide the consulting services and do not outsource them further to a third party.* If you avail of my services, be assured that the working of your company will be turned upside down.
Thanks,
Dinesh V Divekar
From India, Bangalore
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